networks are the answer to complexity - Interview Föhr / Ristig
neuroscientists, IT experts and business consultants can in principle be any concrete tips on what knowledge management system and knowledge transfer processes in the company are the right ones. Therefore, it also does not work. Rather it is the knowledge transfer processes and knowledge transfer to optimize conditions in enterprises and customize. This should be a look at four areas in a company closer.
FÖHR Agency for knowledge transfer
Saturday, January 29, 2011
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What improves the transfer of knowledge?
The good news is that we can improve knowledge transfer processes and benefit from it. The bad: We can not be measured directly. Nevertheless, companies should optimize knowledge transfer process and while looking four areas in more detail.
1. Netzwerke zwischen Menschen verbessern Wissenstransferprozesse
.
Wir sollten in Unternehmen also Möglichkeit zum Austausch schaffen, doch auf was sollte man achten?
"You can not manage knowledge. Knowledge is between two ears, and only between two ears "
Peter Ducker. 
knowledge exchange takes place between people and not between systems or Web 2.0 applications. So we should pay attention to what people need to know about recording and sharing information. From neuroscience, we can derive some conditions.
-a corporate culture based on personal responsibility (self-efficacy) and appreciation creates a positive work environment that has an impact on promoting knowledge transfer. Social rooms, workshops, training in soft skills, team development, health management are just some measures that can promote development in the company. third Benefit increase .
people learn when they have to gain. The intrinsic motivation that is supported by the benefits, the most successful driver of knowledge transfer at all (See Manfred Spitzer). The benefits can be manifold-the ability to succeed at work, is the largest and most important benefit that employees find (see Fig future Institute). creativity often crucial to good results, the British organizational psychologist Ralph D. Stacey, is enshrined in the complex interactions within a group and is lost when power and control these relationships dominate. This means using all three points (networks, positive feelings and benefits) to be considered und individuell auf die Strukturen in der Organisation, der gelebten Kultur und der möglichen Technik anzupassen .
DIE ORGANISATION
Was macht Ihr Unternehmen? Welche Strukturen zum Wissensaustausch online und offline gibt es? Wo arbeiten Menschen miteinander und wie?
Welche Unterstützung erhalten sie zum Austausch?
first
What knowledge do we need for our Success?
(process management, skills management, team organization, documentation, project management, requirements management, reputation and communication, ideas and innovation, learning and change management)
third
third
develop target image. should
order to get into action and knowledge management methods (offline and online) to introduce you use in a first step, a specific problem. The pilot project should be implemented with the knowledge transfer tools, processes and experience adapted to be collected. Then evaluate and start other projects. THE TECHNOLOGY
What role does social software for knowledge transfer? What is the role of offline management tools for knowledge transfer?
social software offers a wealth of opportunities to promote knowledge sharing within the company . Jede Technologie hat ihre besonderen Vorzüge und Einsatzmöglichkeiten. (Mushups, Blog, Social Bookmarking, Social Network, Microblog, Forum, Tagging, Gadgets, Wiki) Doch erst die Kombination verschiedener Social Software und die individuelle Wahlmöglichkeit der Arbeitnehmer machen Social Software zu einem Erfolgsmodell.
Unternehmen sollten sich für den richtigen Mix an Software folgende Fragen stellen und beantworten: Was bleibt im Intranet zentral redigiert? Wofür wird Social Software im Internet genutzt? (Expertenblogs, Inhalte auf You tube etc.) Was wird im Internet redigiert? (Twitter, Homepage) Wie verknüpfen The classical communication? (Email, newsletter) What business are relevant? And what are the options for a comprehensive integration of intranet, internet and the relevant markets are there?
Yes, if not if. Like almost everything in life the bias is often not as successful as the mix between different possibilities. Since knowledge sharing only between people takes place, should also be applied technologies in knowledge transfer processes that take place offline, ie in direct contact. Some
tools for the offline transfer of knowledge include workshops, seminars, story telling, Lessons Lerned, Knowledge Relay, mentor system or from experts, retirees, PlanW (a knowledge transfer process developed by FÖHR).
tools for the offline transfer of knowledge include workshops, seminars, story telling, Lessons Lerned, Knowledge Relay, mentor system or from experts, retirees, PlanW (a knowledge transfer process developed by FÖHR).
An important addition to the
technical skills, it is also developing the social skills further .
Because often it is human behavior, how to prevent intolerance of errors, lack of confidence, low acceptance and value of knowledge, and different cultures, the knowledge transfer. Error and Feedback cultures are just as important as intercultural competence to absorb knowledge from others and their own knowledge a comprehensive manner (online and offline).
Because often it is human behavior, how to prevent intolerance of errors, lack of confidence, low acceptance and value of knowledge, and different cultures, the knowledge transfer. Error and Feedback cultures are just as important as intercultural competence to absorb knowledge from others and their own knowledge a comprehensive manner (online and offline).
THE ARTS introduce The right culture in a company is Management task. The right culture is a goal and not a prerequisite for knowledge transfer processes
"We have no time for this" or "Here is the anyway nothing" - but what is not yet can still be if you want. The evolution of corporate culture is an ongoing process, in which the leaders play a crucial role. Your task is
moderators to be in a "networking process" , vision, values \u200b\u200band guidelines to pretend to celebrate successes and make decisions. Prof. Peter Kruse says that the convincing presentation of a request from any executive Co-sponsored development of an idea is the central precondition for change. A credible vision makes it easier to tolerate dips in power to tolerate uncertainties and exemplify personal risk tolerance. Executives have a common vision, then does this affect the corporate culture. A
moderators to be in a "networking process" , vision, values \u200b\u200band guidelines to pretend to celebrate successes and make decisions. Prof. Peter Kruse says that the convincing presentation of a request from any executive Co-sponsored development of an idea is the central precondition for change. A credible vision makes it easier to tolerate dips in power to tolerate uncertainties and exemplify personal risk tolerance. Executives have a common vision, then does this affect the corporate culture. A
to the company on the value of knowledge should therefore be found in the mission statement of the company. is specifically dies aber auch auf den "maßgeschneiderten" Arbeitsplatz
zu achten, damit Mitarbeiter erleben, dass durch sie Wertvolles entsteht. 
Orientierung zu geben : Die Mitarbeiter sollen verstehen und spüren, worauf das Unternehmen ausgerichtet ist. Quantitative Ziele allein sind hier zu wenig. Es braucht Bilder und Analogien, um die Menschen in ihren Werten zu berühren.
Die Werte , für die das Unternehmen steht, sollten aufgezeigt und
erlebbar gemacht werden
: Geht es nur um "Möglichst-hohen-Gewinn erzielen" oder auch um etwas anderes?
: Geht es nur um "Möglichst-hohen-Gewinn erzielen" oder auch um etwas anderes?
Den Bedarf, die
"Notwendigkeit" von Maßnahmen deutlich zu machen : Mitarbeiter akzeptieren auch Einschnitte und hohe Leistungsziele, wenn sie erkennen, wo und warum sie gebraucht werden bzw. wofür etwas gut sein soll. Offline und Online Wissenstransfertools sind Medien für die Vision und die Werte, die in einem Unternehmen gelebt werden. Eine gute Manager must not always be here (off and online), but it belongs in certain areas in the center of the communication as well as the role of knowledge in the company.
FÖHR Agency for knowledge transfer
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